Human Resource Management Report: LV Company and HRM Practices

This report delves into the multifaceted world of Human Resource Management (HRM), exploring its fundamental purpose and diverse functions within an organization, using LV Company as a case study. The report meticulously examines key HRM activities, including workforce planning, recruitment and selection processes, training and development programs, and reward and recognition systems. Furthermore, it assesses the effectiveness of learning and development opportunities, and the significance of employee relations, including UK employment legislation. The report analyzes person specifications, reviews job applicant profiles, and outlines competency-based interview questions. The report also emphasizes the importance of workforce planning as a strategic tool for organizations, discussing its stages and external influences. Overall, the report provides a comprehensive overview of HRM practices and their impact on organizational success.

Human Resource Management
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Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
Purpose and function of HRM.....................................................................................................1
ACTIVITY 2....................................................................................................................................4
Person Specification.....................................................................................................................4
Reviews of job applicants............................................................................................................5
Six competency-based questions to be asked in the interview. 6
Rational reasons for the whole procedure:...................................................................................6
ACTIVITY 3....................................................................................................................................8
Effectiveness of learning and development opportunities...........................................................8
Reward and incentives.................................................................................................................8
ACTIVITY 4 ...................................................................................................................................9
a. Meaning of employee relations and their influence on the decision-making of LV='s HRM.
9
b) Key Elements of UK Employment Legislation.....................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resources Management is the process of recruiting, selecting, inducting employees,
provide orientation, motivating employees, welfare and healthy measure in compliance with the
labour law of the land (Diaz-Fernandez and et al., 2017). HRM is an operation in companies
designed to maximize workforce performance in order to meet the strategic goal and objective.
HRM is considered as the backbone of any organization. Human Resources Management is a
very fast-growing concept and is a management function which is related to the employee such
as hiring, training, compensation, motivation, communication and administration. This report
discusses the purpose of HRM and effectiveness of the key element of HRM as well as internal
and external factors affecting HRM decision-making.
ACTIVITY 1
Purpose and Function of HRM
Human Resources Management is the coordination of an organization people to achieve a
specific business objective, fulfil staffing needs and maintain employee satisfaction. HRM
accomplish this through the use of people, processes and technology that focus on the internal
parts of the organization rather than on the external environment. HRM serves as a great purpose
for LV Company as it is UK's largest friendly society and deals various types of people, so HRM
is a really important part of the company and has to be really effective in its management
process. The purpose of HRM is to prevent these issue and maximize a company's performance
by investing the right people and their effective utilisation across its 14 offices. One of the major
purposes of HRM is human management resource and make use of appropriate tools to find and
employ top talent and retain them (Ahmed et al., 2018). HRM has to ensure the good working
condition and serve the needs of employees in the workplace. Other important purposes of HRM
include career development, candidate selection, employee compensation, organization
development, employee performance assessment.
Human Resources Management is an integral part of any organization. Human Resources
Manager is a member of management and performs various functions, and some of them are as
follows.
CIPD Viewpoint:
Workforce planning is a strategic tool used by senior leadership team, HR Managers and
members of board to set the plan for workforce change and to drive the strategic end of process.
Although most HR employees understand the value and usefullness of workforce
planning, there seems to be present a gap between the theoretical and practical knowledge for
many managers, which pushes them towards finding alternate solutions to workforce planning.
Various external factors shape how an organisation is resourced such as world economics,
technology, social attitudes etc. CIPD believes that for a sustainable organisation performance,
workforce planning is necessary, as it provides a basis for improved decision-making in regards
to future human requirements of the business.

Workforce Planning is the process of identifying, predicting and outlining workforce supply and
demand, analysing gaps and finding targeted skilled management to ensure a business finds
appropriate employees to fulfill its goals and long term strategic plan.
Stages:
1. understanding the requirements and limitations of the organisation and operational
environment.
2. Evaluate the various workforce attributes.
3. Outline future workforce requirements.
4. Analyse gaps in the workforce for future needs.
The function is very vital to set goals and objectives for employees to increase their performance.
This may include anticipating the hiring needs of the organization, job planning, job requirement,
and determining the source of recruitment.
RECRUITMENT AND SELECTION
This is the most challenging task and important function for HR Manager. A lot of attention,
resources, strategies, etc. are required to recruit and select appropriate employees for the
organisation. The function of recruitment, like developing a job description, interviewing, salary
negotiations and making the job offer and selecting the right people for the right job. There are
various recruitment, and selection approaches that are used by LV company, the company have
used the recruitment approach, i.e. research approach in which candidate researches about the
company by looking various sources such as Facebook, LinkedIn, Twitter and Instagram. This
can be one of the best for a company to recruit or attract employees towards the job. As these are
one of the best sources to gain attention as the majority of people spend time online, which can
easily grab attention.
TRAINING AND DEVELOPMENT
Training and Development also prepare employees for higher-level responsibilities. Job training
is the responsibility of the HR department. It is an important function of HRM in LV Company
to train and develop employees on a regular basis. As employees of the company have to deal
with various types of people with a different culture, social and religious backgrounds which
require training and development programs to be organized in the workplace. This is also one of
the main function of the HRM
REWARD AND RECOGNITION
Salary Administration is a collection of practices and procedures used for planning and
distribution company-wide compensation programs for employees. Salary administration is also
an important function as it involves activities such as compensation, administering employment
benefits.
Above mentioned functions of HRM have a strong relationship with workforce planning and
resourcing in LV. Planning function of HRM-related to the workforce planning as in order to
satisfy the needs of employees in the organization. It is really important for the HR manager to
make proper HR planning in order to make effective use of employees in an organization. This
will also result in achieving the success of the organization when the job, employee performance
and their designation or job role and resources are effective planned (Wikhamn, 2019). Similarly,

Directing is the key element of the process in management, formulated the plans for
accomplishing the pre-determined goals, the organizational structure is prepared, and a suitable
person are designated to appropriate roles. The direction is a management function that is carried
out primarily at a higher level of management and on the basis of permeates down into the lower
level. Similarly, Training and Development helps in increasing the job knowledge and skill of
employees at each level. It's part of a performance management system in the workplace. This
improves the individual skills and increases the performance level in the organization.
The only disadvantage of this approach even non-deserving can apply for the job. On the other
hand, another approach used by the company is applying online if the job is suited to the
candidate or matches their skills as well as the experience they need apply the link given in the
bottom. After applying the link of LV, there are special requirements which need to be filled by
the candidate (Goswami, 2018). One the major advantage is that the company gather adequate
information about the candidates and can be used for screening. The disadvantage of this
approach is that the candidate fills the details vaguely, which may be beyond the expectations of
the LV company.
The selection process used by LV is two approaches one is a telephonic interview. Using the
telephone to conduct in-depth interviews is a faster easier way to approach primary research. The
telephone is often the preferred method of interviewing candidates because it takes less time to
schedule. This interview can be conducted in person or over the telephone to gain deeper insight.
The Disadvantage of this approach in the telephonic interview is that interviewer cannot study
respondent's facial expression or gesture to determine whether their response is truthful.
Behaviour and body language cannot be observed. On the other hand, another approach used by
LV is face to face interview; it is the most common way of interviewing the candidate. The major
advantage is that personal interview presents a greater opportunity to observe the attitude as well
as the behaviour of the respondent consumer. The Disadvantage of this approach is that a
candidate may not feel comfortable in a new environment due to introvert and may also prove a
time-consuming process.
Employee Relationship:
It refers to a business's efforts to build and preserve a healthy relationship with its workforce, in
hopes of keeping them loyal and engaged in their duties, typically undertaken by its HR
department. Workforce planning, Employees Relationship and other functions of HR all help
towards building a productive work culture in the organisation and maintain a safe, risk free
environment for the optimum working. It can be expensive to maintain a functioning HR
department.

ACTIVITY 2
Person Specification
CRITERIA ESSENTIA
L
DESIRABLE
QUALIFICATIONS and knowledge in the same box
Graduation
Masters in English ???? Cut this off
✓
✓
EXPERIENCE
One year of experience in same professional
More than two years of experience.
✓
✓
KNOWLEDGE
 Management principles
 Computer technology usage
 Secretarial knowledge
 Production and amendments of reports
 Coordination of meetings and arrangements
✓
✓
✓
✓
✓
SKILLS
 Organization and time management.
 Written and verbal communication skills.
 Accuracy and attention.
 Knowledge of relevant details about the software.
 Administrative skills to work with efficiency.
 Overall efficiency in business operations.
 Building cordial relationships with colleagues.
Attributes
 Charismatic personality
 Dynamic working capabilities
 Technical skills
 Strong communication skills
 Interpersonal skills
 Personal qualities
 Quick learning capability
 Smart personality
 Strong English communication skills
 Hard working
✓
✓
✓
✓
✓
✓
✓
Reviews of job applicants
Review of 1 job application

This job applicant possesses the ability of proficiency in being productive in a fast-paced
competitive work environment. He possesses quick learning abilities and has the ability to
prioritize workload. He had dynamic working skills with strong adaptive communication skills.
He has the professionalism in functioning out the duties and has good knowledge of software, as
he was working in the web-designing company and was an assistant manager in the company.
However, his latest work experience was as fitness trainer which doest have any relevance with
the post company is looking candidates for. He is not appropriate to the role of job company is
looking for and does not possess all skills for the personal assistant.
Review of 2 job application
This job applicant has a strong resume which shows he was working as a personal
secretary and personal assistant previously with two organizations where he was an
administrative support specialist with excellent communication skills. He has shown excellence
in his performance by being a strong administrative specialist. He was secretary to directors, and
the duties involved organizing travel arrangements and setting up meetings with various clients.
His skills are related and relevant to the post company is looking for candidates for. He is a
strong candidate for the job of PA, possess strong interpersonal communication skills and suits
the organization working standards.
Review of 3 job application
This job applicant possesses Pa skills like communication skills, accurate data entry in systems,
confidentiality and other operational functions in the company. The candidate career summary
shows he was working as a receptionist and a temporary PA In organization. However, the duties
candidate was performing were not strongly emphasizing his skills, and the resume does not
relate fully to the criteria of post company is looking for candidates for. The candidate is not
appropriate to the standards of job role, does not possess strong experience and is not the
fundamentally correct choice for the position. Resume doesn't fulfil the criteria company is
looking for and is not fit for the company.
Shortlist for interview
Candidate 1 Candidate 2 Candidate 3

Qualifications ✔ ✔ ✔
Experience ✔
Attributes ✔ ✔
Skills ✔ ✔
Personal qualities ✔ ✔
Six competency-based questions to be asked in the interview.
Hello kindly give a brief introduction about yourself?
1 What are your strengths, and how will you use them in working as PA in our company?
2 Do you possess the potentialities to work under pressure with dynamics work culture?
3 How do you plan to use your skills for the betterment of the company?
4 Where do you see yourself in next 5 years?
5 How will you resolve any interpersonal issue if you face any while working in an organization?
6 Thank you,it was interviewing you, we will acknowledge you with further information
regarding selection.
Reasons for the whole procedure:
 The procedure adopted for selecting PA in the company was appropriate and important
due to various reasons which have helped the management team in the HR department to
choose the appropriate candidate. Person specification the personal assistant role clarified
the various duties and skills the company requires in candidates. It helped the job
applicants to be clear while applying for the job.
 Reviewing the job applicants resumes helped the company to shortlist the candidate for
interview and then selection, it helped in making the procedure appropriate by bringing
clarity in the selection procedure.
 There was an interview where competency-based questions were asked from candidates
to know in detail about their knowledge, will they be fit for the role in the company. It

enabled the company to follow appropriate selection principles, with coordination and
keeping up and hiring the best candidate.
The whole procedure has been done by keeping the principles of management and recruitment,
the selection which has enhanced the working style in the company. It has been done with clarity
of information and utmost sincerity of business rules.
ACTIVITY 3-
Effectiveness of learning and development opportunities
The learning and development plan acts as a road map for organization and helps to
support their career and personal development. Training gives the employee a greater
understanding of their responsibilities. It also creates a supportive workplace and employee may
gain access to training. One of the major things is training and development are more likely to
feel valued if they are invested and less likely to change employers. One more important thing is
that employees feel appreciated and challenged through training opportunities and increases
satisfaction towards their jobs. As LV= is dealing in various financial services and it is really
important for the company to provide various learning and development programs which can be
beneficial for both employer and employees. Various employees can learn from each other as the
company is providing opportunities for working in collaboration with each other. Due to this, the
staff has a huge opportunity to learn from each other and develop, which can be beneficial for the
company as well.
Reward and incentives
Reward and incentives in the workplace have benefits for both employee and employers. When
recognizing for stellar performance and productivity, employees have increased morale and job
satisfaction (Seeck and Diehl, 2017). Through workplace reward and incentives, employer and
workers enjoy a positive and productive work environment. This is the main function of Reward
and incentives such as:
Monetary Incentives Motivate
The company offers monetary incentives, rewarding workers for performance and productivity
through money. These incentives include profit-sharing plan, bonuses and cash awards.
Additional monetary incentives include annual and semi-annual bonuses, such as mid of the year
and end of the year rewards.
Non-Monetary Opportunities
LV= also provides non-monetary incentives to reward employee performance through perk and
opportunities. These rewards include flexible tine hours, training opportunity and ability to work
independently. For Example, more valuable than a higher base salary

The benefits of HRM practices in an organisation are numerous. The HRM manages how human
capital affects a business. It reduces the operational costs and creates a safe and productive work
culture.HRM protects the workforce from any illegal practices in the workplace. HRM also
conducts induction, training and development of new employees and works towards employee
satisfaction.
ACTIVITY 4
a. Meaning of employee relations and their influence on the decision-making of LV='s HRM.
The term employee relations can be stated as an organization's attempt in managing interactions
and relationships among employees and employers of the organization. An organization that
promotes and encourages positive employee relation environment also promotes equal and
balanced treatment to all the employees. This allows them to become loyal employees of the
organization. Good employee relations also boosts employee work commitment and boosts
productivity (Das, S and et al., 2019). Achieving healthier employee relations is the overall
success of the organization. LV= always encouraged positive employee relations in order to have
numerous benefits. Good employee relations at LV= established a healthy environment. This
also boosted employees morale of LV=. Healthy employee relations promoted a positive and
pleasant atmosphere at the workplace that resulted in a tremendous impact on employees, which
would be made them loyal towards LV=. Positive workplace and employee relations helped LV=
to reduce conflicts. This also resulted in enhancing the concentration of employees and boosted
employee productivity. Good employee relations also helped LV= in the motivation of
employees and boosted their self-confidence. LV= developed such an environment in which
there were sound relations between employees and management; this contributed to their
success. This also influenced HRM's decision in investing more in employee relations program,
which will ultimately save costs of pieces of training of new employees (Guest, D. E., 2017).
Good employee relations also allowed employees of LV= to identify their strengths and
weaknesses through the means of effective communication. For that reason, human resource
management (HRM) introduced employee relation program, in order to increase employee
productivity which contributed to increasing profits.
Also, leaders of LV= by using various motivation techniques, motivated employees to work
hard, encouraged employee interactions. Planned and coordinated events that require employee
interactions, which ultimately contributed to building efficient employee relations. Leader of
LV= also set goals for employees and guided them appropriately to maintain positive employee
relations.
HRM of LV= through their strong management and various employee relations programs
achieved success in good employee relations. Because they analysed that, those employees who
respect their employers tend to outperform other employees while doing a job. This further
created an environment at LV=, which was goal-driven and with top-level of productivity. LV=
reduced the cost which was involved in hiring training and development of new trainees, by
introducing pieces of training from HRM to existing employees, which encouraged good
employee relations. HRM of LV= improved conflict management policies to tackle conflicts
effectively because conflicts discourage employee relations (Duran, 2018). HRM of LV= also

allowed fun at the workplace, because that reduces stress and builds efficient employee relations.
They also developed strategies which created equality among employees and build effective
communication in order to further contribute to employee relations. HRM of LV= also inspired
their employees by rewarding them time to time, offered work-life balance, and have a fair share
to every deserving employee, that contributes to improving employee relations. Also, I
developed such a learning atmosphere that encouraged employees to learn more and to build
skills and to have positive characteristics that resulted in positive employee relations.
Laws of Time gender race to writte about at least 5 laws
b) Key Elements of UK Employment Legislation
The legislature of United Kingdom has a lot of regulations for benefit of employees in
country. To have an effective working of LV it is very important for company to follow
legislature which government has provided country with. View of health and safety at work act
1974, this can make employees feels safer, motivated and work even harder for their personal
growth. Human resource is playing a great role to make sure that they are following the
regulations in organization. Human resource management functioning or decision-making can
get influence due to the legislature which government has put out for employees.
According to Equality Act 2010, while recruiting it is very important for human resource
not to have any favourites and be fair to all candidates who come in for interview (Identifying
the key elements of employment. 2020). Key elements which influence decision-making of the
human resource of the organization is employment contracts and age discrimination.
Whilehiring the staff in the organization it is very important for LV to get the right employees in
the organization which will be loyal and help the organization to get more ideas and innovations
which helps the company to expand. LV is a finance insurance company therefore getting the
employees who have the right skills for the job is very important and any kind of discrimination
will spoil the name of the business in market. Wrong employees can make the company lose its
loyal customers as well which will be a threat for the business.
According to sex discrimination 1975, key elements which influence the human resource
management while training are that they cannot discriminate any employees on the bases of race,
gender, sexuality or religion. It is very important that all the employees have a proper training in
the organization so that the standards of the organization can be met. It is important for all the
employees to develop in the organization so that there is a change in the functioning of the
organization which will benefit organization. LV is following that non-discrimination in the
organization so that the efficiency in working in organization can continue. Working hours of the
employees are also fixed and the employees allowed to leave any time after that (What

legislation covers the employment relationship, 2020). Data protection act 1998, it is very
important that the employees have personal and professional time equal. Human resource has to
make sure that the employees are getting what they need and no one is an exception from that
regulation. It is important for the body to rest that must as well so that there is a better
functioning of the same employees the next day.
As per employment rights act 1996, rewarding and salary which is being given to
employees has to be fair. Equal pay is a regulation which is given by government of country and
human resource management of LV has to make sure that they are given that (Cheary, 2020).
Paying the employees the right wages and incentives for which they have worked for also has to
be given to them so that the employees remain motivated throughout. Rewards should be given
to the right employee who deserves it is very important for the human resource to give and no
discrimination should take place while allotting the reward.
CONCLUSION
It can be concluded from the report that HRM in LV= serves for various purposes in the
company like HR planning, recruitment and selection. Also, company is various approaches of
recruitment and selection that has both strengths and weaknesses. It can also be summarized that
HRM plays an important role for both employer and employee which can help in achieving goals
and objectives of the organization. Also, for it is really important for a company to improve and
maintain employee relationship and needs to consider various key elements of employee
legislation while taking decisions related to human resource.

Books and Journals
Ahmed, A., et al., 2018. FGEHF: Authenticated Web Based Application for Human Resource
Management System. Indian Journal of Science and Technology. 11(43). pp.1-12.
Das, S and et al., 2019. Strategic Human Resource Management and Employee Satisfaction: A
Case Study. Training & Development Journal. 10(1). pp.55-67.
Diaz-Fernandez, M., and et al., 2017. Human capital and human resource management to
achieve ambidextrous learning: A structural perspective. BRQ Business Research
Quarterly. 20(1). pp.63-77.
Goswami, A., 2018. Human resource management and its importance for today’s
organizations. Journal of Advances and Scholarly Researches in Allied Education. 15(3).
pp.128-135.
Guest, D. E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal.27(1). pp.22-38.
Nocker, M. and Sena, V., 2019. Big data and human resources management: the rise of talent
analytics. Social Sciences. 8(10). p.273.
Seeck, H. and Diehl, M.R., 2017. A literature review on HRM and innovation–taking stock and
future directions. The International Journal of Human Resource Management. 28(6).
pp.913-944.
Wikhamn, W., 2019. Innovation, sustainable HRM and customer satisfaction. International
Journal of Hospitality Management. 76. pp.102-110.
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does-employment-law-exist/>
Duran, A., 2018. 7 Ways to Improve Employee Relations Within Your Company [Online].
Available Through: <https://www3.swipeclock.com/blog/7-ways-to-improve-employee-
relations-within-your-company/>
Identifying the key elements of employment. 2020. [Online]. Available through:
<https://www.coursehero.com/file/p5t90lv/P6-Identifying-the-key-elements-of-
employment-legislation-and-the-impact-it-has/>
What legislation covers the employment relationship?, 2020. [Online]. Available through:
<https://informi.co.uk/legal/what-legislation-covers-employment-relationship>.